From a fairly lengthy recent article about big data and candidate assessment in the Guardian, it seems there is a lot of data mining happening in this area
Evolv – Claims to be able to “predict accurately on a given day which individuals are most likely to quit”
Knack – Uses video games to narrow down applicants by determining not “what you say you do, but what you do”
Knack et al may have their uses in trying to whittle down a large number of applicants in a short time to a set more manageable by people, but it would be more worrying if that was the sole selection metric.
I wonder…does the usage of something such as Knack tell the employer more about the candidate, or does its use inform the candidate more about their prospective employer?